In Wallis and Futuna, a French collectivity located in the South Pacific, the standard workweek is 35 hours. This is in accordance with the French Labor Code (Code du travail) Article L.3121-1. This standard applies across all sectors unless otherwise specified by a collective bargaining agreement or individual employment contract.

The French Labor Code does not explicitly define daily working hours. However, based on the weekly standard, the maximum daily working time is typically calculated as 7 hours per day (35 hours divided by 5 days).

For the most accurate and comprehensive information on standard working hours, it is recommended to consult the French Labor Code and relevant local regulations for Wallis and Futuna.

In Wallis and Futuna, the rules and compensation for overtime work are influenced by French Labor Law, with some local adaptations.

When working hours exceed the standard 35-hour workweek, they are considered overtime according to Article L.3121-1 of the French Labor Code. Before authorizing overtime work, employers must obtain the employee's consent, a requirement established in Article L.3121-20 of the French Labor Code.

Employers are legally obligated to compensate employees for overtime work at a higher rate than their regular pay. The specific overtime pay rate can vary depending on several factors:

• The base overtime pay rate is generally at least 25% higher than the regular salary, as outlined in Article L.3122-1 of the French Labor Code.
• Industry-specific collective bargaining agreements may dictate higher overtime pay rates. These agreements supersede the base rate mandated by the Labor Code.
• Overtime work on Sundays and public holidays typically receives an even higher compensation rate, often exceeding 50% of the regular pay.

It's important to note that local Wallis and Futuna regulations may exist that further define overtime compensation.

To prevent employee burnout, French Labor Law imposes limitations on the amount of overtime work permitted. The maximum annual overtime limit is 220 hours per employee, as dictated by Article L.3122-6 of the French Labor Code. There's also a quarterly limit on overtime, typically set at 45 hours per employee per quarter. This regulation helps ensure a more balanced distribution of overtime work throughout the year. Employers are responsible for tracking employee overtime hours and adhering to these legal limits.

In Wallis and Futuna, which follows French Labor Law with local adaptations, workers are entitled to rest periods and breaks during their workday.

Daily Rest Break

According to the French Labor Code, all employees are mandated a minimum daily rest break. The specific duration depends on the total working hours per day:

• If the workday exceeds 6 hours, a minimum 20-minute break is required.
• If the workday exceeds 8 hours, workers are entitled to a minimum of two breaks, each lasting at least 20 minutes, totaling 40 minutes of break time.

These breaks are not considered working hours and should be paid breaks unless otherwise stipulated in a collective bargaining agreement.

Weekly Rest Period

All employees are legally entitled to a weekly rest period of at least one day, typically on Sunday. This allows for uninterrupted rest and recovery beyond daily breaks.

Exceptions

There might be exceptions to these rest period entitlements for specific professions or sectors as outlined in collective bargaining agreements. It's recommended to consult the relevant agreement for details if applicable.

Night work and weekend work are generally discouraged in France and its territories, including Wallis and Futuna. However, these work arrangements can be implemented under specific regulations.

Night work is typically defined as work performed outside the regular daytime hours, often between 9 pm and 6 am. Here's a breakdown of the regulations:

• Employee Consent: Night work requires the prior consent of the employee.

• Mandatory Consultation: Employers are obligated to consult with employee representatives before implementing night work schedules.

• Health and Safety Measures: Employers must prioritize the health and safety of night workers. This may involve providing medical checkups, adapted work schedules, and potentially, supplementary rest periods.

• Compensation: Night work typically receives increased compensation compared to regular daytime work. The specific pay rise can vary depending on collective bargaining agreements or individual employment contracts.

Local Wallis and Futuna regulations or specific industry agreements may have additional requirements for night work. Consulting the Labour Department is recommended for the latest information.

While Sunday is the mandated weekly rest day in France, weekend work can be authorized under certain circumstances:

• Employee Consent: Similar to night work, weekend work requires the employee's prior consent.

• Compensatory Rest: Employees who work on weekends are entitled to compensatory rest time during the week, typically at a time-and-a-half rate.

• Collective Bargaining Agreements: Industry-specific agreements may dictate specific rules for weekend work, including limitations or alternative compensation schemes.

Weekend work should not become the norm. Employers are encouraged to prioritize scheduling work during regular weekdays whenever possible.